hays australia & new zealand 2014 salary guide
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KEEP TRACK OFTHE TRENDSINSIGHTS FROM THE EXPERTSThe 2014 Hays Salary Guide: Salary & Recruiting Trends
GET READY FOR THE HIRINGTURNAROUND
Recent business surveys and jobs advertising data have all pointed to a turnaround in hiring. After a few bumpy years and the fading of the mining investment boom, it seems that employers now feel more positive about hiring in 2014-15. But as recruitment activity increases, that old threat of a skills shortage again looms.
It’s quite a paradox; for some job functions there is still a surplus of candidates yet in others, often those that require highly-skilled and experienced professionals, there is a shortage of suitable talent.
While this can cause obvious and understandable frustration amongst sections of the talent pool, those with the skills in demand are again starting to receive multiple offers and even counter offers.
But despite this, in most cases base salaries remain stable. This is unsurprising given that cost pressure and the desire to do more with less remain dominant concerns.
So too does the need for a flexible workforce, although permanent job numbers are starting to rise for highly-skilled candidates as employers want to secure skills they cannot do without.
When the pressure is on to hire great people, it’s easy to make the mistake of bringing in the right skills above the right culture fit. Getting the hiring right will make retaining and developing great people much easier, which is why ongoing candidate engagement is so important to us at Hays. The relationships we build with both our candidates and clients mean that we see the whole picture – from all angles.
With candidate confidence returning it will be more likely that candidates are willing to move in the next 12 months. Why not talk to us when you are next looking to access the most comprehensive, current and global network of talent?
Nick Deligiannis
Managing Director, Hays Australia & New Zealand
THANK YOU
Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year’s results are based on a survey of more than 2,500 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.
This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz
FEEDBACK
We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: salaryguide@hays.com.au
DISCLAIMER
The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive.
Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.
2014 Hays Salary Guide | 3
4 | 2014 Hays Salary Guide
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2014 Hays Salary Guide | 5
As part of our Hays Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year’s insights reveal an environment where 41% see a more positive economic outlook on the horizon. 66% expect their levels of business activity to increase in the year ahead, and 63% have already seen an increase in business activity over the 12 months prior to the survey. Perhaps that is why overtime increased in 31% of organisations over the same period.
This supports an emerging trend; the desire to do more with less. So too does the focus on curbing costs, which salaries were not immune from. Of the total employer group, 9% have no plans to increase salaries in the 12 months ahead (up from 8% last year) and 12% did not award any increases in their last review, also up 1% year-on-year.
When they next review, a massive 64% of employers plan salary increases of less than 3%, up from 57% last year. And while 27% of employers off ered increases between 3 and 6% when they last reviewed, only 24% will do so when they next review.
There are few instances of generous salary increases; just 4% of employers increased salaries by more than 6% in their last review, and 3% intend to do so in their next review. Clearly, large salary increases will not be bountiful in 2014-2015.
Candidates have slightly higher expectations for their next salary increase. When asked, 12% expect an increase above 6% and 27% expect an increase between 3 and 6%. Almost half (48%) expect to receive an increase of less than 3% while the fi nal 13% expect no increase in their next review.
When asked about permanent headcount over the next 12 months, 34% of surveyed employers say it will increase, 51% say it will remain the same and 15% will make decreases. Refl ecting on the past 12 months, 34% of employers increased permanent headcount, 43% kept it on hold and 23% decreased numbers.
Of those employers planning to hire, 79% say the roles will be full-time (down from 83% in 2013), 25% will increase their use of temporary/contract staff (up from 17% in 2013), 16% plan more part-time staff (20% in 2013) and 15% more casual staff (14% in 2013).
By sector, 56% of employers predict permanent headcount growth in their marketing department. In addition, 42% expect to increase headcount in their engineering and operational management departments, while 37% will increase their information technology and sales headcounts. Headcounts in project management (35%) and human resources (31%) departments will also rise.
A large 62% of employers intend to keep their accountancy and fi nance headcount unchanged, while 24% plan increases.
As an indicator of the preference for a fl exible workforce, 21% of employers now use temporary and contract staff on an ongoing basis, up from 19% last year. And while 71% expect their use of temporary and contract staff to remain the same, 16% said it will increase.
In terms of skills shortages, 58% of those surveyed said that the eff ectiveness of their operations would be impacted by not fi nding the right skills for their business. In skill-short areas, 64% of employers would consider employing or sponsoring a qualifi ed overseas candidate.
The largest area of skills shortage appears to be junior to mid management talent in both operations and accountancy and fi nance. This is followed by junior to mid management talent for technical, sales and marketing, IT and engineering roles.
When it comes to attracting the best candidates, 37% of employers said career path and development was the most critical, although only 9% say their organisation is publicly perceived as off ering such opportunities.
Furthermore 42% said it is an individual’s ‘fi t’ with the company’s vision, culture and values that has the greatest impact on their employment brand, but only 23% said they are perceived as getting this right. 60% said their organisation has a diversity policy for hiring new staff .
6 | 2014 Hays Salary Guide
SALARY INCREASES
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1. Average % increases from last reviews: across all industries
For specifi c industries:
12%Nil
57%Less than 3%
27%From 3% to 6%
3%From 6% to 10%
1%More than 10%
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manufacturing
Professional Services
Public Sector
Retail
Transport & Distribution
Other
15
22
9
10
13
11
14
8
10
8
10
55
47
51
67
54
61
46
63
70
62
62
20 10
25
34
23
26
25
31
28
17
29
25
4
4
6
2
6
1
3
2
2
1
1
23
Resources & Mining
52 23
2
3
1
3
1
2014 Hays Salary Guide | 7
SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all industries
For specifi c industries:
9%Nil
64%Less than 3%
24%From 3% to 6%
2%From 6% to 10%
1%More than 10%
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manufacturing
Professional Services
Public Sector
Retail
Transport & Distribution
Other
5
11
7
4
12
9
5
12
60
64
54
77
58
66
519
709
79
62
709
25 10
22
35
17
2
24
23
Resources & Mining
18 62 20
32
21
15
24
20
2
4
6
11
8
1
1
1
11
8 | 2014 Hays Salary Guide
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CANDIDATE SALARY EXPECTATIONS
In a separate survey we also asked our candidates what their expected salary increases were
In your next review, what percentage increase do you expect to receive? across all industries
For specifi c industries:
13%Nil
48%Less than 3%
27%From 3% to 6%
8%From 6% to 10%
4%More than 10%
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manufacturing
Professional Services
Public Sector
Retail
Transport & Distribution
Other
9
14
10
10
22
10
36
40
51
60
35
58
53
56
16
6
57
50
49
9
6
17
55
27
22 8 9
30
29
26
17
25
11
13
28
25 13 6
28
4
4
2
2
13 6
7 7
3 3
Resources & Mining
18 38 32 9
3
3
2014 Hays Salary Guide | 9
BENEFITS
STAFFING
3. Does your company off er fl exible salary packaging?
Of those who answered yes, the following benefi ts were indicated as being commonly off ered to...
All employees More than 50% Less than 50% Few employees
Car 15% 7% 23% 55%
Bonuses 30% 15% 20% 35%
Private health insurance 38% 5% 7% 50%
Parking 32% 13% 18% 37%
Salary sacrifi ce 55% 9% 12% 24%
Above mandatory superannuation 42% 6% 7% 45%
Private expenses 12% 5% 12% 71%
Other 31% 6% 8% 55%
78%YES
22%NO
4. Over the last 12 months, have permanent staff levels in your department... across all departments
23%Decreased
43%Remained the same
34%Increased
For specifi c departments:
Accountancy & Finance
Distribution
Engineering
Human Resources
Information Technology
Marketing
Operational Management
Project Management
Purchasing/Procurement
Sales
18
10
31
20
29
31
26
33
31
23
54
71
30
43
31
33
39
30
46
46
28
19
39
37
40
36
35
37
23
31
10 | 2014 Hays Salary Guide
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STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
For specifi c departments:
6. If you expect staffi ng levels to increase, please specify how:
Note: Multiple choices permitted.
Full time/permanent staff
79%
Temporary/contractors
(through an employment consultancy)
25%
Employment of casual staff (on your payroll)
15%
Employment of part-time staff
16%
Job sharing
3%
Mixture, other (inc. overseas recruitment,
acquisitions)
2%
15%Decrease
51%Remain the same
34%Increase
Accountancy & Finance
Distribution
Engineering
Human Resources
Information Technology
Marketing
Operational Management
Project Management
Purchasing/Procurement
Sales
14
19
9
16
20
5
15
22
27
12
62
62
49
53
43
39
43
43
50
51
24
19
42
31
37
56
42
35
23
37
2014 Hays Salary Guide | 11
STAFFING
For specifi c departments:
7. How often do you employ temporary/contract staff ? across all departments
21%Regular ongoing
basis
44%Special projects/
workloads
35%Exceptional
circumstances/never
Accountancy & Finance
Distribution
Engineering
Human Resources
Information Technology
Marketing
Operational Management
Project Management
Purchasing/Procurement
Sales
12
53
23
20
25
19
29
33
23
12
40
33
50
48
52
50
38
45
35
36
48
14
27
32
23
31
33
22
42
52
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STAFFING
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For specifi c departments:
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
13%Decrease
71%Remain the same
16%Increase
Accountancy & Finance
Distribution
Engineering
Human Resources
Information Technology
Marketing
Operational Management
Project Management
Purchasing/Procurement
Sales
10
14
12
14
19
14
15
12
23
8
80
72
63
71
59
67
69
51
58
83
10
14
25
15
22
19
16
37
19
9
2014 Hays Salary Guide | 13
SKILL SHORTAGES
9a. Do you think that skill shortages are likely to impact the eff ective operation of your business/department?
42%No
41%Yes - in a minor way
17%Yes - signifi cantly
9b. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?
10. For which areas have you recently found it diffi cult to recruit?
64%YES
36%NO
Junior to mid
management
Senior
management
Junior to mid
management
Senior
management
Accountancy & Finance 14% 7% Operations 14% 8%
Distribution 3% 1% Purchasing 4% 1%
Engineering 9% 7% Sales & Marketing 12% 7%
Human Resources 4% 2% Technical 13% 8%
IT 11% 5% Other 8% 4%
14 | 2014 Hays Salary Guide
WORK PRACTICES
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11. Does your workplace allow for fl exible work practices?
84%YES
16%NO
12. If yes, which practices do you currently off er?*
Flexible leave options
Career breaks Phased retirement
Flexible working hours
81%
Part time employment
80%
Flex-place
59%
Job sharing
34%
42%
24%16%
13. Has overtime/extra hours in your organisation over the last 12 months...
If increased, by how much?
11%Decreased
58%Remained the same
31%Increased
*Multiple choices permitted.
5 hours or less Between 5-10 hours More than 10 hours
Per Week 40% 34% 8%
Month End 19% 23% 24%
Year End 10% 14% 37%
2014 Hays Salary Guide | 15
WORK PRACTICES
14. For non-award staff in your organisation, is overtime/extra hours worked...
15. Is it your policy to counter-off er staff when they resign?
Of those you counter-off ered, on average, did they....
35%Paid
65%Unpaid
66%No
33%Sometimes
1%Yes
16. Over the last 12 months has your staff turnover rate:
20%Decreased
55%Remained the same
25%Increased
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
1%
Stay less than 3 months
19%
Stay 3-12 months
35%
Stay longer than 12 months
45%
Leave anyway
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DIVERSITY
17. Does your organisation have a diversity policy for hiring new staff ?
If yes, do you think the people who hire in your organisation generally adhere to it?
60%YES
87%YES
40%NO
13%NO
2014 Hays Salary Guide | 17
EMPLOYER BRANDING
18. How important do you think the following factors are for an employer brand and how well do you think
your organisation is perceived on the same criteria?
Level of importance
Organisational perception
Career path/training & development
An individual’s ‘fi t’ with the company’s vision, culture and values
People’s direct/indirect experience of the company
Salary and benefi ts
Work/life balance
1
1
1
1
1
3
4
9
3
3
13
15
33
23
16
46
38
41
53
47
4
3
2
3
3
16
11
9
13
13
38
26
34
41
29
33
37
42
37
39
37
42
16
20
33
9
23
13
6
16
Poor
No impact
Okay
Minor impact
Good
Some impact
Very Good
Signifi cant impact
Excellent
Major impact
18 | 2014 Hays Salary Guide
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ECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
15%Decreased
22%Remained the same
63%Increased
20. In the next 12 months, do you envisage business activity: across all industries
7%Decreasing
27%Remaining the same
66%Increasing
For specifi c industries:
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manufacturing
Professional Services
Public Sector
Retail
Transport & Distribution
Other
6
4
2
13
3
4
3
3
7
279
20
14
149
33
33
34
11
23
26
94
64
76
84
77
54
Resources & Mining
14 39 47
64
62
86
74
67
2014 Hays Salary Guide | 19
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
Current economic conditions
Projects driven by government
Capex investments
Consumer/business confi dence
Currency/forex rates
Interest rates 49
51
14
41
27
5
42
33
42
32
37
40
9
16
44
27
36
55
None Some Signifi cant
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
13%Weakening
46%Static
41%Strengthening
*This data was collected during March 2014.
HOW TO NAVIGATE THIS GUIDE
20 | 2014 Hays Salary Guide
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Using our salary tables
Salaries are in ‘000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.
Head of HR
Sydney300 Typical salary220 - 400 Salary range
The complete Hays 2014 Salary Guide is available as an app free to download from iTunes. Search over 1,000 salaries and find offices in your area.
70 | 2014 Hays Salary Guide
AUSTRALIA
The demand for multi-skilled candidates was one of the key distinguishing features of Australia’s office support jobs market in 2013-14. Many organisations elected to consolidate two or more office support functions into one in order to ensure greater productivity. As a result, candidates who encompass a broad range of skills combining administration, accounting support, marketing and contract management are in high demand.
This trend is reflective of the desire to create a flexible workforce. So too is the preference from many organisations to recruit on a temporary or contract basis, particularly in project-driven industries such as construction, mining and information technology.
Further adding to the popularity of a flexible workforce were state elections in both South Australia and Tasmania in early 2014, government redundancies and permanent recruitment freezes.
Add the surplus of highly skilled candidates, and it comes as no surprise that salaries stabilised significantly during the year.
But there are exceptions to most rules, and in the case of office support salaries, roles that require specialist skills continued to attract competitive rates and salaries. Legal Secretaries, Executive Assistants and Personal Assistants are still highly sought after today and market-aware employers offer an attractive salary to secure the top talent, particularly if they possess relevant industry experience and transferable skills.
At the entry level, demand has increased for Receptionists, Administration Support, Records Management and Data Entry candidates. The focus on promoting from within continues to create a need for organisations to recruit entry-level candidates to replace those who have been promoted to the mid level.
Looking ahead, we expect salaries to remain consistent and the permanent jobs market to regain some strength.
Public sector
In a similar trend to the private sector, temporary and contract roles are increasing across the public sector as government
departments experience budget cuts and permanent recruitment freezes.
Voluntary redundancies are preventing good public sector candidates from re-entering the government market and this is opening the door to private sector candidates. We are also seeing employers recruit candidates with high level skills into lower level positions. Again, similarly to the private sector, employers are amalgamating roles to meet budget constraints. This includes combining reception and administration duties, or executive assistant and general administration tasks.
Within the not-for-profit sector we have seen a greater focus on increasing indigenous cultural awareness and meeting diversity employment quotas. This sector is also looking for multi-skilled candidates who can cover several roles due to budget restrictions.
In terms of salaries, candidates have high expectations. Often these expectations are higher than the salary on offer, which is restricting the flow of good talent.
NEW ZEALAND
Office support remains a fairly active sector for recruitment activity in New Zealand. Employers are particularly keen to secure good customer service and administration professionals. Demand is also increasing for Personal Assistants, Legal Secretaries and Executive Assistants, particularly those at the entry and intermediate levels.
As the Christchurch rebuild gathers momentum, demand is increasing for Project Administrators who have strong customer service skills. Demand will remain high in the year ahead for those with construction administration experience.
However outside these areas, the candidate market is oversupplied and there are more candidates looking for positions than there are opportunities. Many roles require candidates with a variety of skills and experience.
Having said this, permanent roles are being created in response to increased workloads, particularly in the construction industry, and employers are increasingly looking to
train new staff in support functions.
There has also been an increase in the number of employers offering temporary staff permanent positions.
Salaries remained static over the past 12 months. Looking ahead, as organisations start to grow their administrative teams once more the candidate pool will begin to deplete. This will be evident towards the end of 2014, and as a result top level Administrators will start to have greater earnings leverage.
IN DEMAND CANDIDATES WHO ENCOMPASS A BROAD RANGE OF SKILLS COMBINING ADMINISTRATION, ACCOUNTING SUPPORT, MARKETING AND CONTRACT MANAGEMENT ARE IN HIGH DEMAND IN AUSTRALIA
KEY TRENDTHERE HAS BEEN AN INCREASE IN THE NUMBER OF NEW ZEALAND EMPLOYERS OFFERING TEMPORARY STAFF PERMANENT POSITIONS
SALA
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OFFICE SUPPORT
2014 Hays Salary Guide | 71
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
OFFICE SUPPORT
ADMINISTRATION
Administration
Assistant
(6-12 mths exp)
Administration
Assistant
(12+ mths exp)
Project Admin
Assistant
(3+ yrs exp)
Offi ce
Manager
Project
Coordinator
NSW - Sydney40 45 60 75 60
35 - 45 43 - 47 50 - 70 65 - 90 48 - 70
NSW - Regional36 35 55 60 55
35 - 37 35 - 38 45 - 60 55 - 75 48 - 60
VIC - Melbourne40 42 55 60 70
38 - 45 40 - 45 50 - 60 50 - 75 50 - 80
VIC - Regional36 35 44 55 48
35 - 37 35 - 38 38 - 48 48 - 60 43 - 53
QLD - Brisbane, Gold Coast & Sunshine Coast36 38 55 60 55
35 - 37 35 - 45 50 - 60 55 - 65 50 - 60
QLD - Regional38 42 55 55 52
35 - 40 40 - 50 50 - 60 50 - 65 45 - 60
SA - Adelaide35 38 52 60 55
35 - 45 35 - 45 50 - 60 55 - 70 50 - 60
WA - Perth35 40 55 70 60
35 - 38 35 - 50 50 - 65 60 - 90 55 - 80
ACT - Canberra40 45 55 60 60
38 - 42 45 - 50 50 - 60 55 - 65 55 - 65
TAS - Hobart/Launceston38 40 45 50 50
35 - 40 40 - 45 38 - 50 50 - 55 45 - 55
NT - Darwin42 48 55 70 60
38 - 45 45 - 50 50 - 59 60 - 70 55 - 65
NZ - Auckland36 40 55 62 60
35 - 37 35 - 45 50 - 62 50 - 78 50 - 65
NZ - Wellington40 45 50 60 65
35 - 45 40 - 48 45 - 55 55 - 75 60 - 70
NZ - Christchurch35 45 50 60 65
35 - 40 40 - 48 45 - 55 55 - 70 60 - 70
ADMINISTRATION/SUPPORT
Team Assistant/
Administrator
(12+ m ths e xp)
Team Assistant/
Administrator
(3+ yr s e xp)
Personal Assistant
(Assisting a
number of e xecs)
Executive Assistant
(Working for
1 person)
NSW - Sydney48 60 68 80
45 - 55 50 - 70 60 - 75 65 - 110
NSW - Regional40 50 55 60
38 - 43 45 - 60 50 - 65 55 - 75
VIC - Melbourne50 55 65 75
45 - 55 50 - 60 50 - 70 65 - 90
VIC - Regional38 45 50 60
35 - 42 40 - 50 45 - 55 50 - 65
QLD - Brisbane, Gold Coast & Sunshine Coast40 50 60 65
40 - 45 45 - 55 55 - 65 50 - 70
QLD - Regional40 45 50 58
35 - 45 40 - 50 47 - 60 52 - 67
SA - Adelaide45 50 58 65
42 - 50 48 - 57 55 - 65 55 - 75
WA - Perth50 55 65 75
45 - 55 50 - 65 55 - 80 65 - 95
ACT - Canberra45 55 60 65
42 - 47 50 - 60 55 - 65 60 - 75
TAS - Hobart/Launceston40 45 50 55
38 - 45 40 - 55 50 - 55 50 - 60
NT - Darwin50 52 60 70
48 - 55 50 - 56 55 - 65 60 - 80
NZ - Auckland48 52 58 67
45 - 55 48 - 54 48 - 65 55 - 85
NZ - Wellington45 48 55 60
40 - 50 45 - 55 50 - 65 50 - 70
NZ - Christchurch45 48 53 60
40 - 50 45 - 55 50 - 60 50 - 65
72 | 2014 Hays Salary Guide
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
OFFICE SUPPORT
ADMIN/SPECIALISTS Data Entry Operator Sales Coordinator Records Offi cer Medical Secretary
NSW - Sydney42 55 50 55
38 - 48 42 - 65 45 - 58 50 - 60
NSW - Regional38 45 45 45
36 - 40 45 - 50 40 - 50 43 - 48
VIC - Melbourne39 50 45 50
35 - 42 45 - 60 35 - 50 45 - 55
VIC - Regional35 42 43 45
35 - 40 38 - 50 40 - 45 40 - 47
QLD - Brisbane, Gold Coast & Sunshine Coast35 45 40 45
35 - 38 45 - 55 38 - 40 40 - 53
QLD - Regional40 45 45 42
35 - 45 40 - 50 40 - 50 38 - 46
SA - Adelaide42 52 45 45
40 - 45 50 - 55 40 - 50 42 - 50
WA - Perth35 45 50 45
35 - 40 40 - 55 45 - 65 40 - 55
ACT - Canberra40 45 45 45
35 - 45 45 - 50 45 - 50 43 - 47
TAS - Hobart/Launceston38 42 45 40
35 - 40 38 - 45 40 - 50 40 - 50
NT - Darwin40 50 48 50
38 - 42 45 - 55 45 - 52 48 - 55
NZ - Auckland40 50 45 55
36 - 45 42 - 58 38 - 48 43 - 60
NZ - Wellington36 45 48 49
35 - 37 38 - 50 42 - 52 45 - 58
NZ - Christchurch36 45 48 49
35 - 37 38 - 50 42 - 52 45 - 58
RECEPTION
Switchboard
Operator
Receptionist
(Up to 12mths exp)
Receptionist
(12+ mths exp)
Receptionist/Admin
Assistant
(12+ mths exp)
NSW - Sydney45 45 48 48
40 - 50 40 - 55 42 - 55 42 - 55
NSW - Regional40 38 40 45
37 - 42 36 - 40 38 - 45 43 - 50
VIC - Melbourne43 40 45 50
35 - 50 35 - 40 35 - 50 38 - 55
VIC - Regional43 40 45 50
38 - 50 35 - 40 38 - 50 40 - 55
QLD - Brisbane, Gold Coast & Sunshine Coast40 35 40 45
35 - 45 35 - 40 35 - 45 40 - 50
QLD - Regional38 38 40 42
35 - 40 35 - 42 35 - 45 38 - 48
SA - Adelaide42 40 42 45
38 - 45 35 - 43 38 - 45 38 - 48
WA - Perth45 35 45 45
40 - 55 35 - 40 35 - 50 40 - 55
ACT - Canberra38 38 45 50
36 - 40 35 - 42 40 - 47 45 - 53
TAS - Hobart/Launceston40 38 40 42
38 - 45 35 - 42 38 - 45 40 - 45
NT - Darwin45 40 45 48
40 - 48 38 - 42 40 - 48 45 - 50
NZ - Auckland38 40 42 45
35 - 40 35 - 45 35 - 45 38 - 48
NZ - Wellington35 35 40 42
35 - 40 35 - 40 37 - 45 38 - 47
NZ - Christchurch35 35 40 42
35 - 40 35 - 40 37 - 45 38 - 45
2014 Hays Salary Guide | 73
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
OFFICE SUPPORT
LEGAL SUPPORT
Legal Secretary
(Up to 2 yrs exp)
Legal Secretary
(2-4 yrs exp)
Legal Secretary
(4+ yrs exp)
Legal Personal
Assistant
NSW - Sydney60 65 65 75
55 - 65 50 - 70 60 - 75 70 - 85
NSW - Regional45 48 52 55
40 - 55 42 - 52 45 - 60 50 - 70
VIC - Melbourne50 55 65 70
40 - 50 40 - 60 45 - 65 50 - 75
VIC - Regional38 45 50 50
35 - 42 40 - 50 45 - 55 45 - 55
QLD - Brisbane, Gold Coast & Sunshine Coast44 50 55 60
38 - 50 42 - 54 45 - 60 50 - 65
QLD - Regional40 48 55 50
35 - 45 45 - 50 50 - 60 45 - 55
SA - Adelaide48 55 60 60
45 - 55 50 - 65 55 - 70 55 - 65
WA - Perth60 65 70 75
55 - 60 60 - 70 65 - 75 70 - 80
ACT - Canberra45 52 60 60
41 - 46 47 - 55 52 - 60 58 - 67
TAS - Hobart/Launceston40 45 48 48
35 - 45 40 - 50 45 - 55 45 - 55
NT - Darwin55 60 62 65
50 - 58 55 - 65 60 - 65 60 - 70
NZ - Auckland50 54 56 60
45 - 55 48 - 58 50 - 68 55 - 70
NZ - Wellington50 55 55 55
45 - 55 50 - 60 53 - 63 55 - 65
NZ - Christchurch48 55 55 55
45 - 55 50 - 60 48 - 60 48 - 60
BANKING & FINANCE SUPPORT Specialist Finance PA
Investment Banking
Personal Assistant Advisor Support
NSW - Sydney78 78 60
75 - 85 75 - 85 55 - 65
NSW - Regional55 55 55
50 - 75 50 - 70 50 - 60
VIC - Melbourne70 75 55
65 - 80 70 - 90 45 - 60
VIC - Regional50 50 48
45 - 55 45 - 55 43 - 53
QLD - Brisbane, Gold Coast & Sunshine Coast58 60 52
50 - 70 57 - 62 40 - 55
QLD - Regional48 48 45
44 - 53 46 - 53 40 - 50
SA - Adelaide62 65 50
60 - 65 60 - 70 45 - 62
WA - Perth65 60 45
55 - 75 55 - 70 40 - 50
ACT - Canberra49 55 46
45 - 52 52 - 60 42 - 51
TAS - Hobart/Launceston45 45 45
38 - 48 42 - 48 42 - 48
NT - Darwin57 60 55
55 - 65 60 - 65 55 - 60
NZ - Auckland62 66 58
56 - 70 58 - 75 50 - 65
NZ - Wellington55 55 48
48 - 60 48 - 60 40 - 52
NZ - Christchurch55 55 48
48 - 60 48 - 60 40 - 52
74 | 2014 Hays Salary Guide
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
OFFICE SUPPORT
PROPERTY & CONSTRUCTION SUPPORT Document Controller
Project Secretary/
Administrator Site Secretary/Administrator
NSW - Sydney65 65 63
55 - 75 55 - 80 55 - 70
NSW - Regional55 60 55
45 - 70 50 - 70 50 - 65
VIC - Melbourne60 65 55
55 - 70 55 - 70 50 - 60
VIC - Regional55 52 55
50 - 70 45 - 55 50 - 70
QLD - Brisbane, Gold Coast & Sunshine Coast70 60 55
50 - 80 48 - 65 45 - 60
QLD - Regional60 55 55
50 - 75 50 - 65 50 - 60
SA - Adelaide55 58 55
45 - 65 50 - 65 50 - 60
WA - Perth75 65 70
60 - 100 58 - 70 60 - 100
ACT - Canberra55 50 55
50 - 60 45 - 55 50 - 60
TAS - Hobart/Launceston45 45 45
40 - 55 40 - 55 40 - 55
NT - Darwin70 60 70
60 - 80 55 - 65 60 - 85
NZ - Auckland55 55 55
45 - 65 45 - 65 45 - 65
NZ - Wellington50 48 53
45 - 55 45 - 55 45 - 55
NZ - Christchurch50 50 50
45 - 55 45 - 55 45 - 55
Facilities Administrator
Contracts Administrator
(Residential)
Client Liaison
(Residential)
NSW - Sydney45 50 50
40 - 55 55 - 75 60 - 75
NSW - Regional45 55 50
40 - 50 45 - 60 45 - 55
VIC - Melbourne50 60 60
45 - 55 45 - 65 45 - 65
VIC - Regional45 48 47
40 - 50 45 - 55 40 - 50
QLD - Brisbane, Gold Coast & Sunshine Coast40 50 52
35 - 45 38 - 55 47 - 56
QLD - Regional43 55 50
40 - 48 45 - 60 45 - 55
SA - Adelaide45 48 50
40 - 50 42 - 60 42 - 55
WA - Perth45 60 55
38 - 50 50 - 85 45 - 65
ACT - Canberra45 52 47
40 - 55 50 - 55 40 - 52
TAS - Hobart/Launceston45 45 47
40 - 50 40 - 55 40 - 52
NT - Darwin55 65 55
55 - 60 55 - 70 55 - 60
NZ - Auckland48 55 55
43 - 60 45 - 60 45 - 60
NZ - Wellington45 46 46
40 - 50 40 - 55 42 - 55
NZ - Christchurch45 46 46
40 - 50 40 - 55 42 - 55
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